India Lead, Talent Experience

Enabling a software-defined, electrified future.

Visteon is a technology company that develops and builds innovative digital cockpit and electrification products at the leading-edge of the mobility revolution. Founded in 2000, Visteon brings decades of automotive intelligence combined with Silicon Valley speed to apply global insights that help transform the software-defined vehicle of the future for many of the worlds largest OEMs. The company employs 10,000 employees in 18 countries around the globe. To know more about us click here.

Mission of the Role: Serve as the strategic and operational HR leader for the site/region, owning the delivery of end-to-end employee lifecycle processes, fostering a high-performance culture, ensuring compliance with legal and policy frameworks, and driving employee engagement and experience. Ensure consistent and compliant execution of HR processes in the region.

Key Objectives of this Role:

1. Strategic Partnerships:

• Collaborate closely with the Performance Coaches & Champions to translate business strategy into actionable HR plans and initiatives.
• Partner with business leaders (JL16 & below) to understand their talent needs and provide HR guidance.
• Drive the implementation of key HR programs, including performance management, talent development, and employee engagement initiatives.
• Use data and analytics to identify HR trends and provide insights to business leaders to inform decision-making.

1. India Employee Engagement & key initiatives

• Data-Driven Decision-Making including productivity metrics, people trends, people cost, organisation structure etc
• Employee Experience & Communication
• Serve as a bridge between employees and leadership, ensuring people initiatives are communicated effectively and resonate with diverse employee groups.
• Promote a culture of collaboration & high performance through storytelling, recognition, and realtime coaching / performance related initiatives.
• Be the process champion to ensure key process rollouts are done OKR, IDPs, Competency framework, Objective setting, mid & annual performance process, Have a Say etc

1. Employee Relations (ER) Management (End-to-End Lifecycle):

• Legal & Policy Compliance
• Act as the local expert on labour laws, statutory requirements, and HR policies.
• Manage relationships and ensure compliance with local Worker Councils (where applicable, e.g., in EU regions).
• Facilitate and support external audits (e.g., Compliance Officer visits, IATF audits).
• Maintain accurate and up-to-date local HR documentation and regulatory permits.
• Local Documentation & Compliance: Ensure all local HR documentation, permits, and regulatory requirements are meticulously managed and up-to-date.
• Case Management:
• Lead or coordinate investigations and resolution of employee grievances and disciplinary issues using the ticketing/tiered system.
• Ensure legal compliance, policy adherence, and fair process throughout the case lifecycle.
• Performance Improvement Support:
• Partner with managers to address complex cases and underperformance, guiding them through performance improvement plans (PIPs) and other performance management processes, as a part of the tiered support model. PIPs are driven through the system.
• Exit Management (Involuntary):
• Be part of the tiered approach and manage the involuntary separations, as per local SOP, ensuring fairness and minimizing organizational risk.

1. Operational Oversight & Advisory (Country/Site Focus):

• Manager Coaching
• Through the tiered approach provide employee lifecycle related coaching and guidance to local managers on HR policies, performance, and employee development.
• Cross-functional Liaison
• Act as the HR point of contact for regional business leaders, for site-specific people matters in collaboration with Facilities, Operations, and other teams.
• Support people-related aspects of site emergencies, disaster response, and M&A integration.

1. Build High Performing team

• Identify and recruit top HR talent with the right mix of strategic thinking and operational excellence.
• Build a capability roadmap for the HR team, focusing on upskilling in areas like digital HR, analytics, employee experience, and change management.
• Foster a culture of continuous learning through certifications, workshops, and mentoring.
• Leverage HR technology platforms to automate and streamline processes
• Set clear KPIs for HR team performance, including service quality, employee satisfaction, and process efficiency.
• Use HR analytics to monitor team effectiveness and identify areas for improvement.
• Leverage AI & create AI Champions where they actively use AI or Agents to deliver tangible impact

Key Performance Indicators:

• 100% closure to ER cases, Zero escalations
• Employee engagement score improvements (pulse/annual surveys)
• Manager satisfaction (internal stakeholder feedback)
• Involuntary attrition rate
• Number and quality of recognition/engagement events conducted
• % completion of manager coaching sessions

Key Year One Deliverables:

• Champion the new HR Model alongside 100% compliance to HR metrics, payroll & statutory requirements, process documentation and functional architecture updates.
• Become a Trusted Advisor: Solidify your role as a strategic partner to business leaders, providing data-backed insights and proactive solutions to their talent challenges.
• Be an ER & Policies champion for the country
• +90% of active HR Tool adoption alongside data analytics model adoption by people supervisor
• Stable high performing team to gear up for 2027

Qualification, Experience and Skills:

• Masters degree in human resources, Business Administration, or related field
• 10 15 years of relevant experience preferably in regional or global environment.
• High levels of business acumen and insight (including knowledge of various strategic, financial, and operational business models).
• Demonstrated experience in employee engagement, ER case management, and performance management
• Strong communication, conflict resolution, and stakeholder management skills
• Proficiency in HRIS tools and HR dashboards
• Strong analytical capability and high appetite to experiment
• Working understanding of India Payroll .high learning agility on India Standing Orders, sound understanding of employment laws and statutory and regulatory requirements.
• Proven track record in delivering business outcomes through employee engagement and development.

Key Leadership Behaviors:

• Lead from the Front
• Inspire Change
• Agility & Adaptability
• Critical Thinking

Reporting Structure: This role reports to the Global Talent Experience Leader

Visteon Culture: If you thrive in a fast-paced, organizational culture that requires agility, adaptability, and a growth mindset from its employees to thrive and stay ahead of the curve Visteon is the place. We value high performance and a drive for results. Innovation, risk-taking, and continuous learning help us keep up with the ever-changing landscape of our industry and be Market leaders. At Visteon you can be more.